recognition! Always discuss the positive accomplishments of the employee and their value to the company. •Alignment – This refers to doing meaningful work for an ethical company. Employees will appreciate your honest and open feedback and it will reinforce that they have made a good decision in coming to work with you. • Autonomy – This means being encouraged to think and make decisions. Employees will be more motivated if they have a say in their working conditions or job decisions. • Atmosphere – Provide a positive and enjoyable environment for your employees. Always consider, “Where would I like to work?” • Communication – Employees like being informed and being heard. Keeping your employees informed about their performance and listening to their suggestions and concerns. • Growth – Give employees opportunities to learn, develop and advance. These are the areas that are important to our recruits. Will they have the opportunity to come in and shine and be a part of a winning team? Will the opportunity that we are providing help them get to where they want to be? If you build it, they will come. If you have a supportive facility and an opportunity that is appealing, conveyed by a recruiter that can sell it and build a culture of success, the top candidates will come. They will want to be a part of what you have.
• Have an activity tracking board on the wall for training and tracking individual results • Have a projector or TV at the front of the room so that you can pull up Fusion or show videos as part of your trainings or meetings • Have a large white board on the wall for taking notes or mapping out processes • Have a large organizational chart in the room – both the current one and a future one. Whether existing employees see it or recruits coming in for an interview, it can serve as a visualization of the opportunities for growth in the company. • Organize the space like a conference room with everyone sitting around the table facing each other. This will promote interaction and discussion among the team members. At the end of the day, to be successful you must feel successful, and to feel successful you have to look successful. THE OPPORTUNITY The recruit can be great and the facilities can be top-notch, but the recruiter needs to have something to recruit to – the opportunity. People are looking for personal and professional opportunities. The opportunity isn’t just needed to attract quality people – it’s needed to retain quality people as well. We have all asked the question “What’s in it for me?” Even if we haven’t asked it out loud, that thought has been in the back of our minds. We evaluate opportunities based on what is in it for us. This is how recruits are looking at and evaluating being part of your team. It’s also how your current employees evaluate their future with your team. Compensation is just the beginning of what you can offer. It is a big beginning, but it is not everything. There are a variety of structures for pay, including hourly, hourly plus incentives or straight performance based compensation. When looking at which to offer, there are two key factors to consider: the compensation plan needs to inspire and motivate employees and it needs to be clear, in writing and easy to understand. We cannot have a plan that is so difficult to understand or has so many contingencies built in that they give up trying. Some other non-monetary motivators are career development, helping others, variety and change at work, competition, recognition and work-life balance. These are just a few of a long list. If we want to attract quality people, retain quality people and inspire them, we have to consider what they are looking for in an employment opportunity. In the book On Fire at Work , Eric Chester identifies seven key areas that top companies focus on regarding recruiting and hiring: • Compensation – It goes beyond the actual paycheck. Compensation can include benefits and perks. •Acknowledgement - Feeling valued and appreciated. It is more than
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